HR Project Manager
Also known as: HR Programme Manager · People Project Manager
Leads hr projects such as implementing a new hr system, a reward review or a reorganisation, and manages planning, stakeholders and delivery.
The hr project manager works temporarily and on results, driving change within the hr function or organisation wide people programmes. Unlike the hr adviser, this role is not tied to a fixed group of managers but to an assignment with a start and an end. Selection often tests hr content only, while in practice the bottleneck is project control, namely holding scope and schedule when the board and the line add new wishes along the way.
Competencies to measure
These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.
| Competencies to measure | Target level | hrmforce instrument | Assessment method | Behavioural anchor at target level |
|---|---|---|---|---|
| Listening and probing Competency (50-framework): Listen | N4 | Big Fifty, 360 Feedback | 360-degree feedback | Summarises both the content and the feeling of the other party and probes until the real interest behind the request becomes visible. |
| interpersonal sensitivity Competency (50-framework): Sensitivity | N4 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly. |
| organisational awareness Competency (50-framework): Organizational Sensitivity | N4 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Assesses which interests a proposal touches, involves the right people beforehand and chooses a suitable moment to raise it. |
| integrity and dependability Competency (50-framework): Integrity | N4 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Reports a possible conflict of interest on own initiative and asks for review before a decision is taken. |
| independence Competency (50-framework): Independence | N3 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
Short profile
The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.
| T | Skill | Target level | Weight | Knockout | Assessment method |
|---|---|---|---|---|---|
| V | Advisory skill | N4 | 5 | yes | Assessment centre |
| V | Stakeholder management | N4 | 5 | no | Assessment centre |
| V | Working in projects | N4 | 5 | yes | Work sample test |
| V | Change management | N4 | 5 | yes | Assessment centre |
| G | Listening and probing | N4 | 4 | no | 360-degree feedback |
| G | interpersonal sensitivity | N4 | 4 | no | Personality questionnaire |
| G | organisational awareness | N4 | 4 | no | Situational Judgement Test |
| G | integrity and dependability | N4 | 4 | no | Personality questionnaire |
| K | HR policy and instruments | N4 | 4 | no | Knowledge test |
| K | Applying basic employment law | N3 | 4 | yes | Knowledge test |
See all 25 skills in the full profile
Assessment instruments for this job
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
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